How to Prepare Employee Evaluations in FMCG Company?

Fast-moving consumer goods’ (FMCG) companies are designed for efficient operations, focusing on selling their products quickly to consumers, and at low cost. Efficient operations are necessary because profit-per-item for FMCGs tends to be small. Agile, cost-effective FMCG performance frequently requires selling products in large quantities to generate acceptable revenue.

Performance Appraisal

To be effective, an organization must have the right people in the right jobs; efficient, profitable operations require equally reliable job-specific performance from employees, to meet corporate objectives. Performance appraisal evaluates employees’ ability to meet their job-specific obligations.

Appraisals not only evaluate work performance, they also provide an accurate assessment of which workers should be slotted for promotion and reward. Those whose performance does not meet basic working standards may be given additional training, disciplined or dismissed. To this extent, performance appraisal separates good workers from bad, improving operational efficiency and return-on-investment (ROI).

Employee Performance in FMCG

Measuring 360 employee feedback and performance in FMCG requires reliable evaluation of such worker characteristics as current abilities, creative decision-making, job-specific knowledge, and overall skills, including the capacity for ongoing and useful contribution to the company’s growth. Each job will have key performance indicators (KPIs) that provide the basis for evaluating employee execution of work tasks.

In addition to factors like absenteeism, tardiness, or substance abuse, accurate employee performance evaluation for FMCG companies in cludes measuring:

Connection between job and employee – A primary objective of performance appraisal is improving the match between workers and their jobs; the overall quality of this match influences both worker and company performance. Do these factors influence worker motivation?
Worker motivation – Compare each worker’s performance scores with the firm’s guidelines for good performance for that job. Measuring employee production suggests the worker’s level of job-understanding and her/his desire to meet or exceed operating standards. Do current standards accurately reflect job-specific requirements?
Timely production – Each job has a specified production schedule the worker is responsible for meeting regularly. Timely production also entails maintaining product quality, another factor of assessment. Does this worker sacrifice product quality or job safety to meet production schedules?
Job safety – Where worker performance jeopardizes job safety, the company is liable for a range of negative developments, including lawsuits or production shutdown stemming from injury, or late delivery to customers. How important is job safety in the company’s performance evaluation scale?
Worker strengths/weaknesses – You’ll want to determine where each worker stands in relation to basic job requirements like motivation, production, scheduling, and safety. If performance lacks in any area, or several of them, will this worker benefit from training?

Evaluation of FMCG employee performance encompasses a verified, process-driven approach for appraising worker-contributions to organizational strategies and goals. Reliable, accurate assessment is necessary to ensure management’s knowledgeable and unbiased decision-making about employee performance and its use to the company.

If you’re concerned about the accuracy of your current performance appraisal processes, contact us at Grapevine Evaluations. Our proven methods help you scrupulously describe the efficiency of your workers’ performance, providing essential data for your important human resources decisions.

See our Overview of our 360 Degree Performance Appraisal format of our Software tool.

Get Our Free Survey Templates

< Older Post Newer Post >